Flexible sourcing strategies - The company employs flexible recruitment sourcing strategies by adapting both modern and traditional sourcing methods. It includes social media and online job boards for modern ways and job fairs and community outreach programs for traditional ways to attract a wide range of candidates. As we all know, changes are inevitable and the company should utilize the rise of technology. As Global Mode considers technological advancement, the company adopts new ideas and changes in the workforce allowing them to improve their overall recruitment strategies. These are different types of recruitment sources which is a company’s recruitment strategy to attract candidates quickly and efficiently. 

Structured recruitment process - Global Mode’s recruitment process has a clear, well-organized, and systematic approach to hiring employees ensuring efficiency, consistency, and fairness from every stage of their processes from job posting to onboarding. The Global Mode’s standard in recruitment is being fair and just to all applicants. We can somehow relate to their processes the OUCH test in the module which can serve as a standard in hiring and recruiting applicants. Even if the applicant has a connection inside and is referred by an employee, or he/she is a family relative of someone in the company, the HR ensures the applicants go through all the step-by-step processes set by the company by applying the same standards to all candidates to ensure the elimination of biases and discriminations. This is very important as several generic standards should be met in any selection process of every company. The structured process of the company also lessens the risk of favoritism, ensuring that all applicants have equal opportunities.

Focus on cultural fit of the candidates - Aside from assessing the candidates’ technical skills and qualifications, Global Mode prioritizes cultural fit during the hiring processes. This is very important to the company as they emphasize attitude over skills first. Focusing on cultural fit of the candidates involves evaluating candidates’ attitudes, values, and alignment with the company’s core principles. With the interview with Ms. Rechelle, she said that if the applicant's values and goals are not aligned with the company, they do not proceed to hire them as they expect there might be a problem in the future while they work under the company. By placing attitude above skills during the initial evaluation, the organization ensures that new hires will thrive within the existing team dynamics and uphold the company’s mission, vision, and overall goals. This focus on cultural compatibility promotes harmonious working relationships and contributes to long-term employee engagement and retention.

Comprehensive assessment - The company employs multiple evaluation techniques and methods to identify the most suitable candidates for each role. These include behavioral interviews, situational questions, and technical assessments. These are different types of selection methods discussed and mentioned in the HRM modules. As the company utilized diverse assessment methods, HR gained a comprehensive understanding of each candidate’s capabilities, problem-solving approaches, and alignment with organizational needs. This comprehensive approach reduces the risk of mismatched hires and enhances the likelihood of selecting candidates who can excel in their roles and contribute meaningfully to the company in the long-term.

Overemphasized on fast-paced recruitment process -  During the interview, the company said they have a very fast-paced recruitment process. While these contribute positively in making a smooth workflow of the HR, it can affect negatively by destroying the quality service of the company because of their intention to complete their task as soon as possible. A fast-paced hiring process can be good but possibly affect and compromise the quality of hires of the company. Although their focus is to always meet the client's demand on time, the company must still manage their hires and recruitment properly and efficiently.

Slow response time  - The company uses multiple platforms in reaching out to candidates with regards to update on their applications. These platforms includes Whatsapp, Facebook, Messenger, Linkedin, Telegram, or Email. While these platforms are utilized by the company, it can pose a negative impact to their communication. As mentioned in the module the technological challenges, the advancement is good but if not managed properly, the company can lose potential top talent candidates. Global Mode lacks people who must manage their online platforms in responding to clients, customers, and their applicants' inquiries as communication gaps or delayed follow-ups with candidates can lead to losing potential hires. 

Potential lack of preparedness - Rapidly changes on client demands may sometimes strain the Global Mode team’s readiness to meet hiring needs effectively. A potential lack of preparedness, particularly when a client demands changes from time to time, can directly impact the effectiveness of Total Quality Management (TQM) practices. TQM emphasizes continuous improvement and customer satisfaction, which requires teams to be well-prepared and adaptable. To align with TQM, organizations must ensure that their recruitment processes are flexible and continuously updated to handle changing demands, maintaining high-quality outcomes and a satisfied workforce. Additionally, to enhance the team's readiness with the changing demands and deadline of the clientm they must enhance there forecasting in order to adapt.

Social media & communication tools utilization - When engaging with social networking platforms like Facebook, LinkedIn, and Instagram, it can reach and attract more diverse candidates. Engaging with these tools has a positive effect at the same time negative effects, but when technology challenges are managed properly, it can be an opportunity for the company to grow and expand more. 

Diversity & inclusivity for employer branding - Company promotes diversity and inclusivity in HR recruitment processes because during the interview, they said they welcome people with no job experiences, not strict with those who have tattoos, and especially they accept PWDs who wants to work as long as they are willing. This can be a good strategy for Global Company which can strengthen employer branding and attract more candidates. Company fosters an inclusive workplace boosting both their reputation and recruitment success.

Incentives programs - Offering referral bonuses or performance incentives can motivate Global Mode's employees to contribute and engage to recruitment efforts and enhance retention. Incentive programs like referral bonuses and performance rewards are effective recruitment strategies. This motivates employees to engage and participate in the recruitment process, attracting many employees to apply to the company. 

Utilizing feedback by gathering and act - As the company gathers feedback to the applicants, they must analyze and act to this feedback from candidates and employees to know and identify areas for improvement and enhance recruitment practices. Feedback is part of the performance management of the company. As feedback aligns with performance management to improve the employee's performance in the workplace, it also improves the TQM of HR as it allows them to know the gaps and inefficiency, improving the candidates’ experiences during the recruitment processes.

Collaboration with local communities - Building partnerships with the local communities until the lowest unit of it, such as barangays or PESO offices, can increase access to more applicants. Collaboration with local communities shows a company's commitment to social responsibility as this approach strengthens the local workforce, promotes economic growth, and enhances the organization's reputation as a socially responsible employer. By aligning recruitment strategies with community engagement, companies can address both business needs and societal goals, contributing to long-term sustainability.

Employee training & development - The company welcome applicants with no job experience provided that they are willing to commit work in long term. We have discussed in the module that as the company provides training and development, it will be an expense for them. But in Global Mode, aside from objective of providing outsourcing services, they also priotize providing training and development to employees. Because they believe as an HR that it is their way of managing employees. In the recruitment process, they look for candidates who have potential for future growth aside from its existing skills/job requirements. So providing training and development is an investment and opportunities for them to improve employee satisfaction, skills, and retention rates. 

High competition for talent- Competing with other companies for the number of applicants makes attracting top talent more difficult. In order for the company to be competitive, it must develop and establish a good reputation, clearly communicating the company’s goals, culture, and values wherein they can attract those applicants who share the same goals with the organization. A company with the best reputation will win the competition for talent. Also, TQM will help the company to compete with ensuring that their processes, resources, and delivery of work has a quality making them stand out among the competitors in attracting top talent candidates.

Expectations mismatch - During the interview, the company said that there are times that the candidate's expectation from social media about the company is different to what is happening in reality in the job world. What they see online creates a high expectation with the company that once they work, it leads to disappointment. The company must establish its employment branding as it allows the company to clearly show and communicate their true company values, culture, and job expectations to the candidates and employees. A strong employment branding ensures that employees and their future employees have a clear understanding of their roles in the workplace.

Negative public perception - There are times that the company can face any negative reviews, feedback, or misconceptions and we cannot prevent that. Global Mode must manage it to avoid harming its reputation and discouraging applicants. As mentioned in the module the social responsibility of a business, when the company shows its strong commitment to social responsibility, it can rebuild trust, improve their public image, improve people’s satisfaction, and reduce the negative impact of it in the company.